Disability Guide by MAX Solutions

Disability Guide A practical guide for employers on supporting people with disability in the workplace.

Finding jobs, changing lives

Contents Deborahâ&#x20AC;&#x2122;s Message

Recruitment 2 Workplace Adjustments

Why Employ People with Disability

The Sweet Smell of Success

Acquired Brain Injury

Anxiety 8 Attention Deficit Hyperactivity Disorder (ADHD)

Autism

Bipolar Disorder

Practice Makes Perfect

Depression 14 Diabetes 15 Dyspraxia 16 Epilepsy 17 General Learning Disabilities

Hearing Impairment (Deafness)

A Green Thumb Up for Xiaolin

Limb Loss

Multiple Sclerosis (MS)

Musculoskeletal Disorders (MSD)

Post-Traumatic Stress Disorder

Schizophrenia 26 Visual Impairment (Blindness)

Aliâ&#x20AC;&#x2122;s Ability Shines Through

Useful Contacts

Deborah’s Message At MAX Employment we believe anyone can work if placed in the right job with the right support. Our experience is that people with disability are more likely to be unemployed not because employers discriminate against them, but because many employers do not have the practical knowledge should workplace adjustments need to be made. This results in a lack of confidence among many employers in knowing what to do, or how to deal with, certain types of disabilities. That’s where MAX comes in. It is our role to provide practical advice and guidance to support employers, helping them build confidence to employ people with disability. This guide is not focused on legal compliance or minimum standards – it is deliberately positioned as a very practical guide for line managers in making the simple, effective and mainly low-cost adjustments required to provide equality of opportunity and support for people with disability. It provides simple advice, guidance, hints and tips, including any appropriate adjustments. The guide will not answer every question, but we hope it provides a great source of practical information. For more specialist advice we would suggest that employers contact us directly, or complete further research through the websites listed in the guide. I hope you find the guide useful and I’m sure that by working together, we can make a positive contribution to increasing the employment rate for people with disability in Australia.

Deborah Homewood, Managing Director

MAX Employment is Australia’s leading provider of Disability Employment Services (DES), operating in all states and territories.

Benefits of Hiring Here are some of the reasons why employing people with disability makes sound business sense: »» Attracts the best cross-section of talent »» Builds a workforce that represents the communities you serve »» Lower staff attrition rates »» Enhances your organisation’s reputation »» Demonstrates compliance with the law »» Boosts team spirit

In 2014, we supported over 6,000 people with disability into employment.

»» Helps fulfil the diversity and inclusion policies within your CSR and SROI agendas »» Opens up new business markets For more information and specialist advice, please contact MAX Employment on 1800 206 346.

Recruitment We integrate employment, health and training services for participants and provide recruitment support and resources, mentoring and Post Placement Support to employers. Why work with us When you become a Disability Positive Employer we will help your business by providing the right support, including: »» extending your workplace diversity to positively impact your local community »» support to our participants once in work to ensure sustainable employment is achieved »» time saving IT resources »» tailoring training packages to suit your business needs: »» Disability awareness »» Mental health awareness »» Manual handling »» Ergonomic workplace assessments »» assisting employers with workplace modifications and equipment. Services We offer a full-spectrum recruitment service that connects you with pre-screened, skilled and highly motivated candidates. MAX Employment Disability Employment Services Programme has a number of benefits: »» No recruitment costs »» Pre-screening services, short listing the best candidates for the job - saving you time »» Training and advice to manage mental health issues and disability awareness »» Professional recruitment and job matching »» On-the-job support to ensure new employees settle in.

We currently have over 120 professional Health Service Officers. October 2015

Health Services MAX Solutions delivers a range of clinical health services including organisational psychology, career counselling, occupational therapy, vocational rehabilitation, exercise physiology and occupational health and safety. Our professional workforce of 120 allied health practitioners and support staff provide services for candidates and people with disability, as well as corporate employee assistance and vocational rehabilitation services for clients. Our health professionals are regarded as leaders in mental health intervention and assessment, and in 2014 presented a paper to the International Congress of Psychology, Employment First: A new model for the management of jobseekers with severe mental health challenges. They presented a paper at the International Society of Political Psychology, Enhancement of employment opportunities for significantly disadvantaged unemployed people: a model to reduce welfare costs. In 2014 our health professionals conducted over: »» 24,000 initial clinical interviews »» 25,000 group program sessions »» 30,000 sessions with people with mental health concerns »» 10,000 sessions with people with physical disabilities, illness or injury and »» 3,000 workplace assessment services. With our extensive experience, our team of professionals have the knowledge and resources to provide the services you may require.

Workplace Adjustments When employing a person with disability, it is important that you take into account the person’s disability and make the appropriate or reasonable adjustments to the work environment to accommodate them. Reasonable adjustments enable an employee with disability to: »» perform the inherent or essential requirements of their job safely in the workplace »» have equal employment opportunities such as recruitment processes, promotion and training opportunities »» enjoy equal terms and conditions of employment. For further information regarding the appropriate adjustment to the work environment to accommodate people with disability, visit the Disability Discrimination Act 1992 (DDA) via the Australian Human Rights Commission.

In 2014 we conducted 3,000 workplace assessment services. 90% of disabilites are hidden. Source; Job Access

Why Employ People with Disability? Employing people with disability makes good business sense. There are significant business benefits when employing someone with disability— benefits beyond just filling a job. Reliable People with disability take fewer days off, take less sick leave and have a higher retention rate than other workers. Productive In the right job, people with disability perform equally as well as other employees. Affordable Recruitment, insurance cover and compensation costs are lower. People with disability have fewer compensation incidents and accidents at work in comparison to other employees. Good for Business An organisation’s greatest asset is their people. So supporting diversity in the workplace makes good business sense. People with disability build strong relationships with customers and boost staff morale, helping to create an inclusive and diverse workforce. Source; jobaccess.com.au

The Sweet Smell of Success “Having employment means I can support myself. I am able to study and live independently - it’s good to get up in the morning and go somewhere.” It sounds simple enough, but Brendon’s dream relied on someone believing in him - taking a leap of faith to give him a go. Brendon is sight impaired and after eight months of searching, he finally landed his dream job when French skin care specialist L’Occitane employed him in their Indooroopilly store. “I had applied for a lot of retail jobs in Brisbane, but was unsuccessful so that’s when I started using MAX Employment services. “I told my consultant about L’Occitane because I had an interest in the shop, so we wrote to the store manager. Not long after I was called in for an interview,” Brendon said. More and more employers are benefiting from diversifying their workforce. L’Occitane Australia General Manager, Caroline le Roch, said Brendon has transformed their shop. “Brendon is a delight with customers. The energy he brings into the store is amazing and has lifted the store’s team spirit. “It is true that you need to be prepared and offer the right amount of training - it’s completely different working in a store environment when you can’t see,” Caroline said. L’Occitane is no stranger to supporting visually impaired customers and employees. Over a decade ago, a visually impaired customer expressed her struggles with understanding the products, saying it was too difficult to learn about the products. It was then that the organisation vowed to make the L’Occitane experience enjoyable for those living with visual impairments by placing braille on their products and creating the L’Occitane Cares Foundation. “One of our priorities within the L’Occitane Cares Foundation is to support the visually impaired, so we always try to see what else we could be doing,” Caroline said. 4

As an advocate for employing people living with visual impairments, Caroline said that hiring Brendon has not only helped their team spirit, but the organisational community footprint. “With Brendon now at the Indooroopilly store, it helps raise awareness. We have had customers curious and intrigued about our work for the visually impaired and how they can also help. “I encourage other employers to hire people who are visually impaired, because they make a positive contribution to the team. Everyone is really thrilled to work with Brendon,” said Caroline. Brendon said he was interested in L’Occitane as they had braille on their products, enabling him to read and learn about what the items are. “For me this shows great initiative, because no other retailer does that. It allows anyone who is sight impaired to walk into the store and determine what the product is,” Brendon said. Brendon said his eight month search for employment came with a lot of hurdles, with many employers hesitant to hire a visually impaired applicant. “The problem I had was that a lot of employers thought that I couldn’t function in a proper work environment. “A lot of employers are unaware of the technology available for assistance, or don’t know how to adapt a workplace to suit someone with a disability, but there is so much help available,” he said.

Vision Australia estimates there are 2.1 million people of working age in Australia with a disability, many with the skills and aptitude to be an asset in the workplace.

Types of Disability Disability is defined as any limitation, restriction or impairment which restricts everyday activities and has lasted or is likely to last for at least six months. People can be born with a disability or they can acquire it later in life. Disability can result from accident, illness, congenital or genetic disorders. There are many different kinds of disability - physical, intellectual or mental health related. A disability may be visible or hidden. Disability may be permanent or temporary and may have a minimal or substantial impact on a person’s abilities. A disability may affect mobility, ability to learn or ability to communicate.

Over 4 million people in Australia have some form of disability. That’s 1 in 5 people. Source; Australian Bureau of Statistics, Survey of Disability, Ageing and Carers 2012.

19% of men, and 18% of women have disability. Source; Australian Bureau of Statistics, Survey of Disability, Ageing and Carers 2012.

2.2 million Australians of working age (15 – 64 years) have disability. Source; Australian Bureau of Statistics, Survey of Disability, Ageing and Carers 2012.

Mental Illness A mental disorder, also called a mental illness or psychiatric disorder, is a mental or behavioural pattern or anomaly that causes either suffering or an impaired ability to function in ordinary life (disability), and is not developmentally or socially normative. Mental disorders are generally defined by a combination of how a person feels, acts, thinks or perceives. This may be associated with particular regions or functions of the brain or of the nervous system, often in a social context. Mental disorder is one aspect of mental health. Sensory Disability Sensory disabilities affect how people interact with the world around them, the most common being hearing loss, vision impairment or speech impairment.

Intellectual Disability The term ‘intellectual disability’ refers to a group of conditions caused by various genetic disorders and infections. These conditions result in a limitation or slowness in an individual’s general ability to learn and difficulties in communicating and retaining information. As with all disability groups, there are many types of intellectual disability with varying degrees of severity. Physical Disability A number of conditions, of a permanent, temporary or intermittent nature may impair physical activity and mobility. These conditions include cerebral palsy, arthritis, muscular dystrophy, multiple sclerosis (MS), Parkinson’s disease and Repetitive Strain Injury (RSI).

Acquired Brain Injury Acquired brain injury (ABI) can be caused by a traumatic injury such as an accident or surgery, or a non-traumatic injury such as a stroke or brain tumour. Impairments can be permanent or temporary and can be physical, emotional, behavioural, cognitive or a combination of these. Individuals with ABI can generally undertake most kinds of work activity, providing that suitable support and adjustments are in place.

Over 600,000 Australians have an acquired brain injury. Two out of three acquired their brain injury before the age of 25. Source; Brain Injury Australia website.

Traits Symptoms and severity of ABI vary widely depending on which area of the brain has been damaged, but can include: »» short-term memory difficulties »» difficulties with speech »» personality changes »» physical mobility »» neurological difficulties (such as epilepsy). Effects of ABI can be life changing and may result in people also experiencing depression, anxiety or Post traumatic stress disorder (PTSD) resulting from the accident/ trauma or other mental health conditions.

Potential impact on daily life and employment »» The effect of ABI on employment will depend on the symptoms and severity of the brain damage. A tailored package of support will be required to meet individual needs. »» Individuals may experience tiredness or lack stamina, especially if they have been out of work for some time. »» Difficulties with numeracy and/or literacy, short and/or long-term memory and concentration are common. »» The impact of ABI can affect friends and family, making the individual feel responsible or guilty. Support in the workplace »» Some people with ABI can tire easily and workplace meetings should be kept to minimum time periods and allow for reasonable breaks. »» Flexible working practices could be encouraged if, for example, the individual experiences tiredness at a particular time of day. »» Using prompt cards, written operating procedures and dictaphones are examples of some of the adjustments that can easily be made. »» Consider the use of a workplace buddy to provide ongoing personal support. »» Undertake a risk assessment as some individuals with ABI will experience other conditions, such as epilepsy, which may require workplace adjustments. »» Identify what medication the individual is taking and the known side effects.

Anxiety For the majority of people anxiety is a normal response to a perceived threatening, challenging or dangerous situation. For others, it is a more enduring condition that can fluctuate over time. In some circumstances, a person may experience anxiety in situations that are not generally perceived as threatening or dangerous – such behaviour may be constant or caused by specific triggers. Traits Physical symptoms: »» Heart palpitations or ‘heart in throat’ »» Tense muscles »» Sweating, dizziness or fainting »» Stomach problems »» Hypersensitivity to noise, smells, taste or touch. Changes in thought patterns: »» Sudden excitement or marked irritability »» Feeling of time going slowly »» Excessive worrying or anticipating a problem »» Extremely focused thinking »» Experiencing feelings of dread or impending doom. Changes in behaviour: »» Sudden bursts of energy, speed or strength »» Experiencing shakiness and/or feeling tired »» Being very still or ‘frozen’ »» Difficulty concentrating »» Difficulty sleeping.

Over two million Australians experience anxiety each year. Source; Beyond Blue, 2015.

Potential impact on daily life and employment »» Raised blood pressure »» Avoidance of certain situations »» Low self confidence »» Poor concentration and feeling unable to perform tasks »» Feeling problems are impossible to solve »» Underestimating the ability to cope »» Thoughts becoming increasingly and persistently negative »» Constant worrying or fidgeting. Support in the workplace »» For a new employee with known anxiety, ensure the welcome and induction process is clear and understood »» Consider additional support in the first few weeks »» Appoint a workplace buddy or mentor to provide personal support »» Find out about the medication they are taking and possible side effects »» Ask the individual to explain how their stress/ anxiety manifests itself and ensure you have the individual’s permission to talk about it with others should that be required »» Avoid phrases such as “pull yourself together”, “you’ll get over it”, “it’s not as bad as you think” »» Identify workplace activities that may trigger particular levels of stress or anxiety, and consider temporary or permanent adjustments.

Attention Deficit Hyperactivity Disorder (ADHD) The definitions of ADHD are based on high levels of impulsivity, hyperactivity and inattention which cause difficulties at home, in education, work and social settings. The symptoms of ADHD may vary depending on the demands of personal life and the environment where the individual is working (e.g. noisy, busy etc.). Traits »» Impulsivity, such as; speaking and acting without thinking, interrupting others, difficulty waiting their turn, being oblivious to danger and not learning from experience »» Lack of awareness of the needs of others »» Unable to sit still »» Poor attention, making it difficult to finish tasks »» Some people with ADHD may also have reading and writing difficulties. For example, dyslexia and/or dyspraxia »» Poor concentration may lead to becoming easily bored or having poor organisational skills »» Disruptive behaviour Potential impact on daily life and employment »» Recognising Attention Deficit Disorder (ADD) and ADHD is classed as a disability »» May be reluctant to discuss their difficulties »» Could appear anxious or impatient »» May tend to agree to things impulsively to get things over with »» May have difficulty dressing or presenting themselves appropriately »» At times may find it difficult to stay calm »» Could sometimes become confrontational »» Require the job to be broken into tasks throughout the day to remember all the parts of the job »» Appear disorganised and easily distracted.

Support in the workplace »» Employment is better sustained where work includes a variety of tasks, working to clear guidelines and deadlines with minimal distractions (work on a production line, for example, may not always be suitable) »» Organise a degree of supervision, whether formal or informal »» The appointment of an appropriate workplace buddy would normally be recommended »» Workplace rules and regulations should be regularly re-enforced (e.g. importance of timekeeping) in a calm and clear manner »» Workplace training should be regularly followed up and re-enforced to ensure key learning points are understood »» Variety of training methods is encouraged »» Be prepared to highlight inappropriate behaviour immediately and provide clear standards on what is acceptable in the workplace »» Check understanding – sometimes individuals with ADHD will agree to things simply to speed up discussions or end difficult conversations rather than be focused on what is actually being agreed.

5% - 10% of the Australian population is diagnosed with ADHD. Source; The Royal Children’s Hospital Melbourne.

Autism Autism Spectrum Disorder (ASD) is a spectrum of lifelong developmental disability that affects how a person communicates with, and relates to other people. Autism Spectrum Disorder includes Autism, Asperger Syndrome and Pervasive Development Disorder. While all people with ASD share certain difficulties, their condition will affect them in different ways and at varying levels. People with ASD have hidden disabilities. Many people, particularly those with Asperger Syndrome, may face real difficulty getting to appointments on their own, coping with change to routine or performing well at interviews.

Autism is a lifelong disability that affects about 1 in 100 Australians. Source; Autism Spectrum Australia.

Traits »» The three main areas of difficulty are social interaction, communication and imagination »» Positive traits include honesty, focus, reliability, dedication, determination and being meticulous in the execution of tasks »» Poor organisational ability, resulting in a need for routine or structure »» May display inappropriate behaviour, for example, interrupting conversations »» Difficulty with social interaction, communication and making eye contact »» Limited imagination, for example difficulty imagining what other people are feeling and a literal interpretation of language »» Sensitivity to bright lights, noises, smells, textures or tastes »» Poor motor skills.

Potential impact on daily life and employment »» May need to undertake certain routines »» May become uncomfortable if not able to complete a task »» May be unable to make judgements about the amount of work appropriate for a task »» Communication difficulties, including poor non-verbal communication »» May dominate conversations or discuss inappropriate topics or special interests »» May have repetitive speech patterns »» Difficulty with empathy or forming friendships and relationships »» The work environment will need to be considered if the employee is sensitive to light, or the smell of a workplace Support in the workplace »» Be clear about the job start and induction process – times, locations, dress standards, etc. »» The individual may be unlikely to pick up on team dynamics – limited social skills can mean they are unlikely to pick up on “vibes” »» Talk to the individual about whether they are happy for colleagues to be involved in a discussion around increasing awareness of ASD in the workplace »» The appointment of a workplace buddy or mentor »» If tasks undertaken are complex, training for those tasks should be delivered in a highly systematic and routine fashion. Job coaching can help train individuals for such tasks. Use of visual prompts can be effective »» Re-design the job to play to the strengths of the individual – e.g. consistency, routine, high attention to detail etc.

Bipolar Disorder Bipolar disorder is a treatable illness and can affect a person’s ability to experience a normal range of mood. It is marked by extreme changes in mood, thought, energy and behaviour. Traits An individual’s traits depend on the severity of their condition. It is important to emphasise in most cases, the individual will be fine for most of the time. Individuals may lose their inhibitions, for example, resulting in reckless spending or hyperactivity. Other traits include: »» lack of motivation »» mood swings »» disrupted sleep patterns »» low self-esteem. Potential impact on daily life and employment »» Could be taking daily medication which can have side effects including tiredness and low attention span »» Lack of financial planning »» May find it difficult to find motivation »» May have difficulty with relationships – both personal and professional »» Other people may have difficulty in understanding and knowing how to react to mood swings »» May need support to sustain employment due to fluctuating nature of condition.

At least one in every 100 people will experience bipolar disorder at some time during their lives.

50% of people who develop bipolar disorder will do so by the time they are in their early to mid 20s. Source; Headspace - National Youth Mental Health

Support in the workplace »» Appoint a workplace buddy or mentor to provide personal support »» Allow reasonable time off for services to support the condition (e.g. therapy, counselling, medical interventions etc.) »» Allow flexible working practices, such as working from home, annualised hours and unpaid time off »» Consider asking a trusted person to act as an emergency contact should a time of crisis emerge »» Talk to the individual about signals to enable early intervention, so that support can be in place at the early stages, or coping strategies can be triggered »» Ask about medication and possible side effects that may have a workplace implication »» Positive and regular affirmations boost selfesteem and personal confidence. Avoid phrases such as “pull yourself together”, “you’ll get over it”, “it’s not as bad as you think” »» Identify workplace activities that may trigger particular levels of stress or anxiety, and consider temporary or permanent adjustments.

Source; Headspace - National Youth Mental Health Foundation.

Practice Makes Perfect Trainee Veterinary Nurse Gredan Llewellyn has lived with depression for over five years, but is now on top of the world after finding work with Broadmeadows Vet Clinic.

Becoming a Disability Aware employer meant Darren’s practice qualified for wage assistance to help with the costs of hiring a job seeker living with disability.

Broadmeadows Veterinarian Darren Saunders saw past Gredan’s struggles with depression and, with the assistance of MAX Employment, decided to take him on board.

It was a process Darren considered surprisingly easy for him as an employer.

Darren said he has been consistently impressed with Gredan’s noticeable thirst for knowledge and enthusiasm to extend his skills. “Dealing with customers in person and over the phone is a major part of Greden’s job, and he’s involved in animal care, monitoring anaesthetics and cleaning or handling. “We’re very happy to have him here. He’s been a good addition to the practice. He’s very reliable and I see him as a huge asset to the industry,” Darren said.

“I assumed there would be a lot of paper work with the wage subsidy but it was all made very simple and MAX Employment took care of a lot. “Everything has been really easy and fairly unobtrusive with MAX which was a big help,” he said. It was through Darren’s support and Gredan’s unwavering passion for helping sick and injured animals that saw him excel at work. “Gredan was accepted into a Certificate IV in Veterinary Nursing, which only around one in four people get accepted.

“Working is a natural medication for your mind, your confidence and your soul.” - Gredan Llewellyn

“I definitely see Gredan moving up here, he’s very enthusiastic and picks up things quickly,” Darren said. After a five year search for work, Gredan treasures his position at the clinic more than anything. He said he’s never worked harder and loves every minute of employment. “The adjustment back into employment has been very smooth. I love working, it makes me feel like I’m contributing to helping the community, it’s very satisfying. “Working is good for me, it’s good for my mental problems. It keeps me busy and active, and helps me with keeping my mind off things,” Gredan said.

“Since being in employment I have regular contact with MAX over the phone. I let them know what’s happening or if there’s anything I need help with at work or with my studies. “MAX gave me the encouragement to not just sit at home thinking I couldn’t find work. They gave me the support and motivation that I could find work in a field I actually wanted work. “My experience with MAX was great. I was immediately made to feel welcome and have been given a lot of help. “My advice is to go for it. It’s easy to get stuck in a vicious cycle where you can’t work because you’re sick or you think you’re sick. Just go for it,” said Gredan.

And Gredan couldn’t be happier with the support he received from MAX Employment. 13

Depression Depression is a common human experience, which can be extremely debilitating. On average, one in six people – one in five women and one in eight men will experience depression at some stage of their lives. Traits

Depression is the leading cause of disability worldwide. In any one year, around 1 million Australian adults have depression. Source; Beyond Blue, 2015.

»» Feeling useless, worthless, low, miserable, hopeless, irritable, bleak, numb or empty »» Expecting things to go wrong and predicting disaster »» Losing interest and enjoyment in activities they previously enjoyed »» Poor motivation, no interest and no sense of fun »» Fears the future and feels a lack of control »» Withdrawal from social activities »» Difficulty in concentration and memory, often linked to tiredness and irregular sleep patterns »» Changes in appetite and weight. Potential impact on daily life and employment »» Low mood and poor motivation may affect relationships and the ability to manage tasks »» At times tiredness may affect day-to-day functioning »» Hypersensitive to comments or constructive criticism - may believe that they are wrong, have failed or are being bullied »» Feeling that their work is not good enough »» Needing assurance from peers and managers is not uncommon »» The individual may be secretive, as they are embarrassed or ashamed about their condition.

Support in the workplace »» Mood changes can lead to fluctuations in productive output. When feeling low, the individual may still be able to attend work, but may need some temporary adjustments (e.g. change level of interaction with others either upwards or downwards) »» Allow for time off to attend services to support the condition (therapy, counselling, medical interventions etc.) »» Appoint a workplace buddy or mentor to provide personal support »» Ask a trusted person to act as an emergency contact should a time of crisis emerge »» Set clear, achievable goals to provide focus »» If possible, make work active as physical activity can help address depression »» Ask about medication being taken and possible side effects that may have a workplace implication »» Positive affirmations and regular feedback boost self-esteem and confidence. Avoid phrases such as “pull yourself together”, “you’ll get over it”, “it’s not as bad as you think”.

Diabetes There are two types of diabetes: type 1 and type 2. Type 1 develops when the body is unable to produce insulin and symptoms often develop over a short period of time. Type 2 develops when the body cannot make enough insulin, or when the insulin produced doesn’t work properly. The onset of type 2 is slower and the symptoms more subtle. Traits »» Excessive thirst with the need to urinate regularly »» Tire easily »» Need to check blood sugar levels throughout the day »» Need to eat at regular times to maintain blood sugar levels »» People with diabetes may experience “hypos” which can cause hunger, sweatiness, dizziness, difficulty with concentration, trembling or changes in mood »» Long-term complications can include blindness, heart disease, kidney failure or the need for amputation »» Type 2 diabetes is often directly linked to obesity, lack of exercise and poor diet.

Approximately 1 million Australians have been diagnosed with diabetes including an estimated 130,000 people with type 1 diabetes. Source; Diabetes Australia Statistics, 2012.

Potential impact on daily life and employment »» Diagnosis may have an emotional impact on an individual »» The need to eat and take medication (particularly injections) at regular times can cause difficulties although these can usually be managed »» Working a rotating shift pattern may not always be suitable. For example, a job where the lunch break is at midday one day and 3pm the next day could make it difficult to maintain blood sugar levels. Support in the workplace »» Provision for planned regular meals or medication to be built into working patterns »» If the individual controls their diabetes by using injections, ensure that use is in line with drug related policies that may exist in the workplace. Where this is the case, the individual would normally have access to a clean room facility and sharps disposal »» Understand how well the individual manages the condition, or how stable it is »» Ask about ‘hypos’ – does the individual carry glucose sweets etc. What do they want workplace colleagues to do if they have a ‘hypo’? »» Ensure that a first aider is appointed in the workplace and that they are trained in supporting the individual should they experience a ‘hypo’ »» Provide aids or adaptations if required, such as text enhancing software for visual impairments (see visual impairment section for further details).

Dyspraxia Dyspraxia or Developmental Coordination Disorder (DCD) is a common condition affecting motor coordination in up to six per cent of children, of whom 70 per cent will experience some level of difficulty in adulthood. Traits »» Difficulty with balance, fatigue, hand-eye coordination, rhythm, hand movements and/ or manipulation skills »» Clumsy movement (e.g. knocking things over or bumping into people) »» Reading and writing difficulties (e.g. poor handwriting, although may use either hand) »» Oversensitive to taste, light, touch or noise. »» Poor sense of time, speed, distance, weight, or sense of direction »» Organisational or planning difficulties – poor short-term memory »» Difficulties with accuracy, concentration or following instruction »» Sleep problems »» Slow to adapt to new or unpredictable situations »» May experience speech difficulties (also known as as verbal dyspraxia). Potential impact on daily life and employment »» May have difficulty telling others they have dyspraxia »» Difficulty remembering appointments or finding their way around unfamiliar buildings or areas »» Difficulty in learning new skills or completing tasks »» May have difficulty with dress sense or presenting themselves appropriately »» Can experience continued periods of lowlevel pain in joints »» Can find it difficult to wake from deep sleep »» Dyspraxia links to poor mental health (e.g. anxiety and depression).

Research suggests as many as 1 in 10 children are suspected to have dyspraxia. Source; Dyspraxia Australia website.

Support in the workplace »» Explore what coping strategies the individual has in place to minimise the impact of their dyspraxia »» Avoid giving complex multiple instructions, check understanding by asking the individual to repeat instructions »» Consider using memory aids (e.g. dictaphones). Where memory loss is a greater challenge, use a job coach to help the learning process »» Avoid ambiguous terms as they may be taken literally (e.g. I‘ll do that for you in a minute) »» Regular breaks allow concentration of effort to be targeted »» Equipment that could be used to act as a reasonable adjustment could be supported through Jobaccess.com.au »» Reinforce learning with written information or CDs/DVDs »» Regularly check with the individual if they are able to put what they are doing into a time context – provision of a written timed plan can be helpful »» Job coaching should be considered when an individual starts a new job or experiences a job change.

Epilepsy Epilepsy is a neurological condition where an abnormal electrical activity happens in the brain causing seizures (also known as fits). What people experience during a seizure depends on where the epileptic activity takes place in the brain. Traits There are two types of seizure – partial and generalised (often referred to as petit mal and grand mal. »» In simple terms, with partial seizures the person will remain conscious and may report: »» changes in the way things look, feel, taste »» smell or sound »» feelings of déjà vu »» tingling in arms or legs »» feeling of stiffness in the muscles. »» In a more complex partial seizure, a person will be unaware of what is happening and will not be able to remember afterwards. They may display behaviour such as: »» »» »» »» »» »» »»

smacking lips rubbing hands or moving arms around making random noises picking at clothes or fiddling adopting an unusual posture swallowing or chewing short periods of loss of concentration or absences. »» In a generalised seizure, a person will suddenly become completely unconscious, experiencing physical seizures for a sustained period of a few minutes, and be subsequently unaware of events following recovery. »» A significant number of people with epilepsy experience photosensitive epilepsy, where seizures are triggered by flashing or flickering light (strobe lighting, unprotected computer screens, etc.) »» Others can experience nocturnal epilepsy, where seizures tend to only occur during sleep.

Potential impact on daily life and employment »» In the majority of cases, epilepsy can be controlled by medication »» Diagnosis may have an emotional impact »» Diagnosis will normally lead to an individual’s driver licence being withdrawn »» People may be nervous going out in public in case they have a seizure and may experience significant lack of self-confidence »» Side effects of medication can include tiredness, confusion or in some cases the appearance of being intoxicated »» Some people may be advised to avoid certain types of work. (e.g. working at heights or with machinery) »» Epilepsy can cause tiredness or exhaustion, particularly if sleep patterns are disrupted.

Approximately 25,000 people in Australia are diagnosed with epilepsy each year. Source; Epilepsy Action Australia.

Support in the workplace »» Some individuals may go through a spell of thinking they no longer need to take medication. Encourage employees to talk to their doctor before making changes »» Some individuals may need to take medication at set times, so adjust working patterns to accommodate this need »» Consider appointing a workplace buddy to help keep an eye on the individual while in work »» Where practical, avoid working for extended periods of time in isolation »» If epilepsy is the result of an accident or illness, or is diagnosed while in work, it may trigger other mental or physical issues which should be considered.

A Green Thumb Up for Xiaolin “I definitely see Xiaolin moving up within the organisation.” - Mario Diaco Sweating and working away with dirt under the fingernails is not everyone’s cup of tea, but Xiaolin Lin is flourishing in his new workplace at Diaco Garden Nursery, much like the plants he lovingly cares for each day. Xiaolin lives with cerebral palsy, which can restrict his movement and make manual labour difficult. He came to MAX Employment as a Disability Employment Services participant in March 2014. The young horticulturalist was in search of a job that would allow him to get his hands dirty and work with green life, but found that sourcing employment without assistance would be difficult. “Xiaolin was already qualified for the industry and had most of his own gear,” his Placement Consultant Melissa Jones said. “He did feel uncomfortable participating in groups because of his cerebral palsy though, so we worked with him one-on-one with interview techniques as well as his resume. His confidence slowly started to increase.” And it just so happened that Mario Diaco from Diaco Garden Nursery was looking for a helping hand. “I made the initial call to MAX Employment. MAX then came to me with a number or resumes, one of which was Xiaolin. “We were after someone who wanted to work outside and had a passion for horticulture. MAX informed me Xiaolin was very passionate about greenery and this type of work, so we took him on board,” Mario said. And Mario said that for the six months Xiaolin has worked with the business, he’s been a great fit. “We started Xiaolin working on some general maintenance to see how he would cope. He fell into the role really well with his day to day duties. 18

“From there, we asked him to progress further from weeding and watering to now repotting and clipping back plants. “He has improved a lot since working here. Xiaolin’s supervisor always speaks very highly of him. I definitely see Xiaolin moving up within the organisation,” Mario said. Xiaolin’s placement was a great success for Diaco Garden Nursery, which came as no surprise for Mario having hired through MAX Employment previously. “We’ve worked with MAX Employment in the past and they’ve always been fantastic. We haven’t only used them to find Xiaolin, but to find a number of employees, and in the future we look forward to doing more business with them,” Mario said. Mario and Melissa aren’t the only ones pleased with Xiaolin’s work. Xiaolin says that after reaching his six-month milestone, he’s happier than ever. “I love it so much. My favourite part is pulling the weeds, and when I load up the plants for the orders. “I thank MAX for helping find the right job for me. My experience with them was really good. They took me here for the interview and helped me after I got the job,” Xiaolin said. And Melissa can already see Xiaolin has a promising future with the company. “Xiaolin is very independent, and he’s wanting to do more at work. So now we’re working together to get him more hours, more tasks and more variety,” she said. “He’s just been a really great worker, I’m so happy for him.”

General Learning Disabilities Acquired at birth, a learning disability is a lifelong intellectual disability which can make everyday tasks harder than they are for others. Traits »» Positive traits include: reliability, dedication, commitment, positive outlook and friendliness »» Limited or no literacy and numeracy skills »» Difficulty in understanding and interpreting situations - slower to process information »» May have poor motor coordination »» Difficulty with time management and organisational skills »» Emotional immaturity »» Limited ability to articulate or express themselves effectively »» Low and poor short-term concentration. Potential impact on daily life and employment »» Often more dependent on others for care and personal support »» Support is needed to interpret written instructions or read warning signs »» May need structure in their day and struggle with situations which require flexibility or judgement »» Reduced confidence in social situations which, in turn, may result in inappropriate behaviour »» Will take longer to learn new tasks, but once learnt will deliver them to a high standard »» May misinterpret criticism or take it personally »» May have some difficulty travelling independently »» Susceptible to bullying.

Approximately 4% of Australian students have a learning disability. Source; Learning Difficulties Australia, 2015.

Support in the workplace »» Be clear about the job start and induction process – times, locations, dress standards, personal hygiene etc. »» Job coaching is recommended to help the individual learn the job »» Susceptibility to loss of concentration – close supervision is recommended, connect with a workplace buddy »» Communicate support needs to colleagues as appropriate »» Be mindful that the individual is unlikely to pick up on team dynamics – due to limited social skills they are unlikely to pick up “vibes” »» Establish a preferred communication style – avoid lengthy emails or anything that relies too heavily on text »» Changes in the workplace, such as environment, personalities or work processes, can trigger a behavioural reaction – try to communicate in advance where possible »» If an individual changes department or job role, they may need to be re-trained on the job, even though their duties are similar to their previous activity. It may be worth considering engaging a job coach »» Regularly repeat key workplace messages, such as health and safety related rules or procedures »» Consider how a job can be re-designed to ensure that it plays to the strengths of the individual – e.g. has a high degree of structure or routine, instructions are clear and understood »» Where appropriate, consider inviting in a close friend, advocate or family member to help with difficult or particularly serious conversations.

Hearing Impairment (Deafness) Deafness can be described as partial or complete hearing loss. Hearing impairment can be caused by a range of factors such as genetics, infection, damage to the ear or environmental factors such as noise, drugs or age. Traits »» Some people may be able to hear, but have difficulty picking out sounds in a noisy environment »» Use of sign language or a hearing aid »» People with tinnitus may have difficulty sleeping and experience tiredness during the day »» Communication difficulties. Not all people with a hearing impairment will use sign language, a hearing aid, or be able to lip read »» May have difficulties with written instructions. For some hearing impaired people, sign language is their first language »» Hearing impairments as a result of their environment, for example noisy machinery, can affect the range of hearing, such as difficulty in hearing certain pitches in speech. Potential impact on daily life and employment »» A sudden or unexpected loss in hearing can have an emotional or negative impact on mental health »» Workplaces and homes may need aids and adaptations, e.g. to fire alarms »» Frustration in communicating - don’t assume someone with a hearing aid has full hearing »» Potential vulnerability in some busy environments.

One in six Australians are affected by hearing loss. With an ageing population, hearing loss is projected to increase to 1 in every 4 Australians by 2050. Source; Audiology Australia.

Support in the workplace »» Make sure all support aids and adaptations are in place »» Consider the installation of a hearing loop system for employees with a hearing aid or cochlear implant. Portable and permanent systems are available »» Ensure you understand the best way to reenforce communications with the individual and check their understanding. Don’t assume that just because you have provided information in writing that it has been understood »» Give consideration to induction, company handbooks etc. and how the individual can access these. In particular, it is vital they have understood health and safety requirements »» Written material should be supported with visual media where possible »» Poor communications can sometimes lead to outbursts of anger – always consider the reasons for any outburst before jumping to conclusions »» Consider referral to Jobaccess.com.au for workplace solutions, e.g. help adapt fire alarms and evacuation procedures.

Limb Loss Limb loss generally refers to the absence of any part of an extremity (such as arms or legs) due to surgical, traumatic amputation or malformation. Limb loss could be acquired from birth, an accident, war injury, disease, health condition (e.g. diabetes) or through surgery. Traits Typical symptoms following the loss of a limb vary depending on the severity of the loss and the individual’s circumstances. Some of the traits may include: »» pain related to bone fragments within the wound, poor circulation, hypersensitive nerve endings, or clothes/bandages being wrapped too tightly »» associated mental health issues including depression, anxiety or PTSD »» grieving the loss of a limb or body image in a similar way to the loss of family or friends »» amputees experiencing phantom limb sensations. This is the feeling that the limb is still there, is itchy, or moving as it did prior to the amputation »» some individuals may feel uncomfortable discussing the reason for, or events surrounding the limb loss

There are approximately 20,000 amputees living in Australia. Source; The Australian Orthotic Prosthetic Association Ltd.

Potential impact on daily life and employment This will vary depending on the severity of the limb loss (number of limbs, stage in recovery, nature of employment, resilience of the individual, external support etc.). »» May need extra support in carrying out dayto-day activities as mobility and functional capability may be affected »» The individual may experience associated mental health conditions »» May require regular rehabilitation, operations and treatments which may impact on work or social activities »» Associated pain may limit activities or functional capability and may fluctuate on a daily basis »» Medication may cause fatigue and/or reduced cognitive functioning. Support in the workplace »» Ask about medication or treatment and accommodate to allow such treatment to be supported (e.g. planned operations, rehabilitation, etc.) »» Individuals may be taking pain relief medication - discuss the use of adjustments such as flexible hours, regular breaks or late starts to ensure that pain is managed »» Ensure there is good access to all required areas of the work environment »» If the individual is unsure of their functional capacity, consider a functional capacity evaluation to assess workplace needs and adjustments required »» If the condition is a result of trauma, for example a car accident or soldier injured on active service, they may experience other physical or mental difficulties. If this is the case, they should be advised to talk to their manager »» Contact Jobaccess.com.au for information on funding and support for workplace adaptations »» Consider allocated car parking spaces for individuals with mobility restrictions.

Multiple Sclerosis (MS) Multiple Sclerosis (MS) is a disease of the central nervous system - it may affect the brain, spinal cord and/or optic nerve. The term multiple sclerosis relates to the numerous scars or lesions which affect the nerve fibres’ protective layer; a protein called myelin. This damage disrupts the way in which messages, or nerve impulses, are carried to and from the brain, and so can interfere with a range of the body’s functions. Up to 85 per cent of people diagnosed have relapsing MS, where the symptoms appear and then fade away partially or completely. This could develop into secondary progressive MS if there is a sustained build-up of disability completely independent of relapses. A third type of MS is known as Primary Progressive MS (PPMS) where symptoms gradually get worse over a period of time, rather than appearing as sudden attacks. Once diagnosed, MS cannot be cured but medication can generally manage the symptoms. Traits »» Impaired vision, dizziness and poor balance »» Difficulty with bladder and bowel management »» Stiffness and spasms, restricted or loss of mobility »» Fatigue »» Difficulty in swallowing »» Tremors »» Loss of memory »» Slurred or difficult speech.

There are estimated to be around 23,700 Australians with MS and of these, 11,400 had a profound or severe core-activity limitation.

Potential impact on daily life and employment »» Blurred or double vision (temporary or permanent) can affect a range of day-to-day activities »» May need to avoid working at heights or in other environments where loss of balance could be dangerous »» Spasms can be painful and may cause difficulties with sleep »» There may be an overwhelming sense of tiredness »» May have difficulty eating »» MS most commonly affects memory, remembering recent events and remembering to do things, but most people do not develop severe cognitive conditions »» In cases of severe tremors (usually many years after diagnosis) eating, drinking and other day-to-day tasks may be affected »» If speech is affected (40-50 per cent of people with MS), the individual may feel uncomfortable in social situations. Support in the workplace »» Job coaching may be required to support learning the job and developing coping strategies to combat poor memory retention »» Other support could include use of a dictaphone »» Flexibility in the workplace to accommodate fluctuations in the condition should be considered where possible »» Offer breaks to address fatigue and/or attention span »» Understand the side effects of medication. Encourage the employee to inform someone at work if there are medication changes »» Consider allocated car parking spaces for individuals with mobility restrictions.

Source; Australian Bureau of Statistics, 2013.

Tammy’s Ability Speaks Volumes “Tammy arrived on the job with her MAX Employment consultant and advised me to download a screen-reading software. They were so prepared.” - Thomas Leafe, Supervisor Within two months of opening their new Bowen Hills office, Sovereign Home Improvement Group had given Tammy-Jo Sheehan, a visually impaired job seeker, a new start to her career. Hiring Tammy as a telemarketer was a decision that Director Brett Norcott was only too happy to make, having seen the potential of people who live with additional needs. “I have a son with special needs so I felt I should take Tammy on. She was one of the first people on board, and we’ve been repaid with that decision through Tammy’s work ethic and ability,” Brett said. Supervisor Thomas Leafe echoed the sentiment, saying Tammy was well-prepared. “I had no idea how to induct Tammy, but Tammy came in with her MAX consultant and advised me to download screen-reading software. “It all worked out really well,” Thomas said. Tammy’s MAX Consultant Marlisa Boldeman said Tammy continues to achieve each day thanks to her ongoing post-placement support. “I check in with Tammy once a week, and our Health Officer had a meeting with the employer to see how everything was going,” Marlisa said. Marlisa said Tammy was perfect for a telemarketing role, but struggled to find disability-aware employers in her job search. “Everything was ready to support Tammy and her employer, thanks to Vision Australia, Guide Dogs Queensland and MAX Employment. More employers need to be educated on employing people that live with disability,” Marlisa said. Tammy was never ready to give up and passed on her advice to others saying, “There will always be something around the corner. Even if you’ve had a bad experience with a role, give it another go because you may find a better employer and working environment,” she said.

Musculoskeletal Disorders (MSD) These tend to occur when a body part repeatedly works harder, stretches further or receives more impact than it is prepared for, causing damage. This affects the muscle and bone and is often focused on a joint – commonly in the back, neck, knee, hand or arm. Traits »» Pain »» Joint stiffness »» Redness and swelling of affected area »» Pins and needles and/or numbness »» Skin colour changes »» Decreased sweating of hands (upper limb disorder) »» Symptoms often worsen as condition progresses. Potential impact on daily life and employment »» Inability to undertake day-to-day tasks – e.g. undo a lid on a jar, walk without pain, use a keyboard or write »» Slow or impaired mobility – the inability to lift, bend or carry »» May have difficulty sleeping »» Inability to focus for sustained periods due to pain or discomfort.

28% of Australians are affected by musculoskeletal conditions. That is around 6.1 million people. Source; Australian Institute of Health and Welfare, 2015

Support in the workplace »» Consider if there are restrictions on the length of time the individual is able to sit, stand, walk, type etc. They may need to have regular breaks or adjust their position periodically »» Consider time off or flexible working arrangements for regular GP or hospital appointments, or to lessen the side effects of medication »» Review the adjustments regularly to ensure they are still suitable and effective »» Ensure resulting actions from a risk assessment have been followed up »» Consider if flexibility is required to accommodate fluctuations in the condition, which could be daily or seasonal »» Consider allocated car parking spaces for individuals with mobility restrictions »» An application for potential funding may be appropriate for adapted chairs, desks, keyboards etc. as well as travel to work support. This can be initiated on the appointment of an individual prior to their start date.

Post-Traumatic Stress Disorder Specific symptoms usually present themselves shortly after exposure to the traumatic event and in most people, these symptoms spontaneously resolve with no lasting effects within a few days. In a minority of people however, the symptoms persist. Re-experiencing Repeatedly reliving the traumatic event in a number of ways, including intrusive unwanted memories or nightmares. Hyperarousal Symptoms of hypervigilance and anxiety, or a tendency to be irritable and angry at the slightest provocation. Avoidance The individual will avoid thoughts and feelings related to the traumatic experience or reminders of it – effectively acting as a coping mechanism. Symptoms include avoidance of activities, places or people which remind them of their trauma, resulting in a tendency to isolate themselves.

Around 1 million Australians experience PTSD in anyone year, and 12% of Australians will experience PTSD in their lifetime. Source; Beyond Blue, 2015.

Traits »» Disrupted sleep patterns or nightmares »» Irritability, sometimes extending into heightened feelings of anger with tendencies to become verbally or physically aggressive »» High levels of anxiety »» Avoidance of activities, places or people, which remind them of the trauma »» Loss of interest in hobbies and activities »» Feelings of being detached from daily life »» Feelings of guilt »» Difficulty relating to authority figures.

Potential impact on daily life and employment »» Isolation from friends and family »» Often a sense of shame or stigma will prevent the individual from accessing help or support, exacerbating the sense of isolation »» Can often lead to the onset of other issues, such as depression, or drug or alcohol dependency »» Onset of phobias can lead to irrational or unpredictable behaviour, resulting in chaotic or disorganised lifestyle »» Aggressive behaviours can result in confrontation or refusal of access to services. Support in the workplace »» Additional support may be required in the first few weeks as the individual familiarises themselves with the environment and their colleagues »» Appointment of a workplace buddy or mentor to provide personal support »» Identify any potential workplace activities that may trigger particular levels of stress or anxiety »» Gain emergency contact details from the individual and understand when these should be used »» Ask the individual about medication they are taking and possible side effects that may have a workplace implication – it may be that the individual works flexible hours to avoid early mornings when fatigue is at its worst »» Look out for tell-tale signs of the individual becoming stressed, for example, agitation or fidgeting. Suggest they take a break and ask the individual if they are okay »» Be mindful that the individual may need to leave a situation suddenly - often it is best to be seated near an entrance or exit to reduce anxiety.

Schizophrenia Schizophrenia can be a chronic and debilitating illness that affects how a person thinks, feels and behaves. Traits »» Individual may appear distracted at times »» Conversation may be disjointed with no obvious connection between sentences »» At times may appear to lack motivation »» Disrupted or deprived sleep patterns, resulting in tiredness »» The individual may demonstrate a pattern of irrational behaviour, paranoia or phobias »» May start to avoid social interaction »» Deterioration in appearance or personal hygiene. Potential impact on daily life and employment »» This can vary massively depending on the severity of the condition, but can lead to social exclusion »» Diagnosis may have an emotional impact on the individual and/or their family and friends »» At times behaviour may be considered to be unconventional.

Schizophrenia is the most severe of the mental illnesses. Approximately 15 in every 1,000 people will be affected over their lifetime. Source; The Schizophrenia Fellowship, 2008.

Support in the workplace »» Additional support may be required in the first few weeks as the individual familiarises themselves with their environment and colleagues »» Ask the individual how they can adapt their own coping strategies into a workplace context – they know what triggers a change in their behaviour »» Make sure job expectations are clear »» With the individual’s approval, educate work colleagues on the condition. Consider a workplace buddy or mentor to provide personal support »» Consider environmental issues that may have a negative impact on behaviour (e.g. noise, smell, touch or movement) »» Use flexible working practices to allow the individual to make up for lost time »» Gain emergency contact details from the individual and understand when these should be used »» Keep a positive and supportive approach – focus on building confidence and selfesteem.

Visual Impairment (Blindness) There are two main categories of visual impairment. Firstly being partially sighted or sight impaired, where the level of sight loss is moderate blindness. Secondly severe sight impairment, where the level of sight loss is so severe that a person is normally unable to complete any activities that rely heavily on eyesight. Traits »» Some people may use a guide dog or white cane »» Some individuals may start to experience some difficulties but not realise they are developing a visual impairment. For example, losing peripheral vision, vision becoming cloudy or holes in their vision. Potential impact on daily life and employment »» Need for use of non-text based information »» Some support may be required with daily living »» Sudden or recently acquired visual impairments can have a significant emotional impact and may also effect family and personal relationships »» Individuals can experience social isolation or a loss of independence.

It is estimated that there are 357,000 people in Australia who are blind or who have low vision. Source; Vision Australia.

Support in the workplace »» Ensure the eye condition is properly understood – what are the effects and triggers day-to-day? Is the condition degenerative? »» Understand the history of the individual’s condition. Someone who has had some sight, even if they lost their sight at a young age, will have a different understanding of the world around them than someone who has been completely blind from birth »» Consider how the induction will be delivered? If it is text based make sure it is accessible for the candidate. If it is online, consider how someone may support the individual through the content if the software is not visually accessible »» Make sure all aids, adaptations and support are in place from the first day of employment »» Equipment, such as software packages, will often come with a training package to help the employee get the most support »» Think about how workplace communications need to be adapted to ensure the individual is fully included – workplace isolation can result in increased stress or anxiety »» Ensure the individual is confident in evacuating the building in case of emergency (e.g. fire alarm) - where possible have a buddy who will help »» If the individual uses a guide dog, make sure arrangements are in place - for toileting, water is available etc. »» Make sure work colleagues are aware that they must not fuss or feed a guide dog. The individual may choose to inform colleagues of this themselves.

Ali’s Ability Shines Through It’s been a year since Ali Russell commenced employment with the Cerebral Palsy League (CPL) in Administration, and Manager Michael Blaney says that Ali “has become indispensable around here.” “Ali has been here for over 12 months now. She has continued to extend her skills and support clients with the stuff they need and has even taken on her own arts and crafts program with the clients,” Michael said. At 19 months of age Ali was diagnosed with Cerebral Palsy, and understands the journey the CPL clients are experiencing. “Ali’s ability to communicate with clients at all different levels is incredible. Ali understands and ‘gets’ this industry, which is awesome. You can’t train that. “I can train Ali to answer phones and put files in folders, I can’t teach her how to make people understand that she values them and their abilities,” Michael said. As a not-for-profit organisation, Michael said the strain of balancing budgets can sometimes mean missing out on great opportunities to hire job seekers like Ali. But it was thanks to the support of MAX Employment that Michael discovered he qualified for financial assistance. “It was really good for us to be able to trial Ali and give her an opportunity without having our budget be too affected. “As a charity we unfortunately have to be very mindful of that, so I was really happy when I found out I could hire Ali without a lot of financial uncertainties,” he said. Ali volunteers three out of five days she spends in the office, and even runs her own program with the CPL clients. “I’m on the floor with clients Monday, Tuesday and Thursday. I help them make loom bands, do French knitting, and different arts and crafts with them. “My favourite part of this job is socialising. There’s a lot of that here with about 15-20 people coming through the doors each day,” Ali said. 30

And since hiring Ali, Michael hasn’t looked back. He said he was grateful for the ongoing services and fortnightly drop-ins MAX provided as part of Ali’s post placement support. “We have worked with employment service providers before and it’s always been really easy. Two of our staff here at CPL Capalaba have come from employment service providers. I’d definitely use them again,” Michael said. Ali’s confidence blossomed since starting with the charity, and knows that her role is the beginning of an extremely rewarding career. “I love working with the clients with CP. It’s good now that no one is caring for me. I can care for them and give back. I enjoy the feeling of giving back. “I love it here. In twenty years, I hope to have Michael’s job!” Ali said.

“Ali’s ability to communicate with clients at all different levels is incredible. Ali understands and ‘gets’ this industry, which is awesome. You can’t train that.” 31

Useful Contacts

Organisation

Web

Contact

Achieve Australia

achieveaustralia.org.au

1300 22 44 38

Australian Network on Disability

and.org.au

1300 363 645

Autism Spectrum Australia

autismspectrum.org.au

1800 277 328

Beyond Blue

disabilityemployment.org.au

03 9012 6000

Black Dog Institute

beyondblue.org.au

1300 22 4636

Brain Injury Australia

braininjuryaustralia.org.au

1800 272 461

Deaf Australia

deafaustralia.org.au

info@deafau.org.au

Department of Human Services â&#x20AC;&#x201C; People with Disability

humanservices.gov.au

132 717

Diabetes Australia

diabetesaustralia.com.au

1300 136 588

Disability Discrimination Act

ausport.gov.au/disability

Disability Employment Australia

disabilityemployment.org.au

03 9012 6000

Disability Services Australia

dsa.org.au

1300 372 121

Epilepsy Australia

epilepsyaustralia.net

1300 852 853

Grow

grow.org.au

1800 558 268

Guide Dogs Australia

guidedogsaustralia.com

1800 484 333

Headspace

headspace.org.au

1800 650 890

Job Access

jobaccess.gov.au

1800 464 800

Lifeline

lifeline.org.au

13 11 14

Limbs 4 Life

limbs4life.org.au

1300 782 231

National Standards for Disability Services

dss.gov.au

dssfeedback@dss.gov.au

Neami

neaminational.org.au

03 9481 3277

People With Disability

pwd.org.au

pwd@pwd.org.au

Physical Disability Australia

pda.org.au

08 7129 8085

Synapse

synapse.org.au

1800 673 074

Vision Australia

visionaustralia.org

1300 84 74 66

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